Agreement - Teamsters Local 399
Agreement - Teamsters Local 399 Agreement - Teamsters Local 399
of proscribed drugs or substance; transportation, possession or unlawful use of proscribed drugs or substance while on on-duty time; leaving the scene of an accident that resulted in injury or death; a felony involving the use of a motor vehicle; a refusal to give a urine sample to be used for testing when the driver has been involved in a fatal accident; a Positive Test Result for controlled substance use when the driver has been involved in a fatal accident). An individual not on the Industry Experience Roster who has a Positive Test Result shall be terminated, shall be removed from the testing pool by CSATF and shall be ineligible for employment under this Agreement or from making application to the Industry Experience Roster until after a waiting period of at least twelve (12) months. CSATF shall notify the affected individual, the Consenting Producers and the Union of the individual’s removal from the Industry Experience Roster and/or ineligibility for employment. The time during which an individual is removed from the Industry Experience Roster due to a Positive Test Result will not be counted for purposes of advancing roster grouping. After the appropriate waiting period, such individual may reapply for employment under this Agreement, make application or seek reinstatement to the Industry Experience Roster and be returned to the testing pool, as the case may be, provided that the individual has been treated by the SAP, has complied with the SAP’s recommended treatment program, has been cleared for re-employment by the SAP, has taken a return-to-duty test, the result of which is negative, and has executed all paperwork required for the return-to-duty test result, SAP evaluation and the SAP’s return-to-work authorization to be forwarded to CSATF. CSATF shall promptly notify all Consenting Producers’ DERs that the individual has been reinstated to the Industry Experience Roster. Effective as of January 1, 2009, CSATF shall remove from an individual’s record a first strike resulting from a Positive Test Result received in connection with a random alcohol or controlled substance test, provided that ten (10) years have elapsed from the date of the random test that resulted in the first strike and, provided further, that during that time, the individual does not have a second strike placed on his record. However, even if CSATF removes a first strike from an individual’s record, any discipline imposed by a Consenting Producer in connection with the random test that resulted in the first strike, including, but not limited to, a termination for cause or the issuance of a “no-hire” letter, shall remain in full force and effect with respect to that Consenting Producer and nothing herein shall obligate that Consenting -190-
Producer to employ or reemploy at any time an individual whose first strike has been removed by CSATF. An individual who has two (2) strikes on his record prior to January 1, 2009 shall not have his first strike removed from his record by CSATF, nor be permitted to reapply for placement on the Industry Experience Roster nor be permitted to reapply for employment under this Agreement. Nothing herein shall preclude a Consenting Producer from imposing discipline, including a discharge for cause, on any of its employees who receives a Positive Test Result while in its employ. Any such discipline, as distinguished from the validity of the test that led to the discipline, may be grieved by the Union in accordance with Article 7 of this Agreement. Moreover, a Consenting Producer may, in addition to legally precluding an individual in its employ whose alcohol test result shows a concentration of 0.02 or greater, but less than 0.04, from performing Safety-Sensitive Functions until the start of the individual’s next regularly scheduled duty period, but no less than twenty-four (24) hours following administration of the test, have a company policy providing for additional consequences for such a test result. (2) Second Strike An individual on the Industry Experience Roster who has a Positive Test Result within ten (10) years after a first strike is placed on his record shall have a second strike placed on his record, shall be terminated, shall be denied future employment under this Agreement, shall be removed from the Industry Experience Roster and may not reapply in the future. An individual not on the Industry Experience Roster who has a Positive Test Result within ten (10) years after a first strike is placed on his record shall be terminated, shall be denied future employment under this Agreement and shall not at any time in the future apply for placement on the Industry Experience Roster. CSATF shall notify the affected individual, the Consenting Producers and the Union of the individual’s removal from the Industry Experience Roster and/or ineligibility for employment. -191-
- Page 145 and 146: Except as hereinafter provided, any
- Page 147 and 148: experience which was the basis for
- Page 149 and 150: 11 herein) within each following ap
- Page 151 and 152: suspended from work by such Produce
- Page 153 and 154: decide shall be limited to the issu
- Page 155 and 156: provision, an employee who has not
- Page 157 and 158: (v) Absence because of illness or i
- Page 159 and 160: Producer” or “the Producers”
- Page 161 and 162: (4) In an arbitration conducted pur
- Page 163 and 164: 64. Reporting of Accidents The natu
- Page 165 and 166: (b) “On Call” Weekly Employees
- Page 167 and 168: (ii) For the period during which th
- Page 169 and 170: which such vacation pay shall apply
- Page 171 and 172: second calendar year”), employees
- Page 173 and 174: Qualified Years Number of Weeks of
- Page 175 and 176: (e) Disqualification for Severance
- Page 177 and 178: (f) Qualified Years ** As used here
- Page 179 and 180: 70. Re-employment of Former Labor U
- Page 181 and 182: easonable alternative parking facil
- Page 183 and 184: studio payroll. In such cases, one
- Page 185 and 186: (ii) On the last day of suspension,
- Page 187 and 188: such documentation to CSATF shall n
- Page 189 and 190: An individual who receives a Positi
- Page 191 and 192: (3) Post-Accident Testing Post-acci
- Page 193 and 194: (C) When the name of an individual
- Page 195: the result of which is negative. CS
- Page 199 and 200: (2) Expedited Arbitration Any indiv
- Page 201 and 202: of this Paragraph 85.1 to each indi
- Page 203 and 204: STUDIO TRANSPORTATION DRIVERS, LOCA
- Page 205 and 206: Agreement or, when the Payroll Comp
- Page 207 and 208: producer/employer shall be deemed t
- Page 209 and 210: and Article 15 of the Plasterers Ag
- Page 211 and 212: exclusively to the primary employer
- Page 213 and 214: ALUANCE OF MOTION PICTIJRE & TELEVI
- Page 215 and 216: ALllANCE OF MonON PICTIJRE & TELEVI
- Page 217 and 218: J. NICHOLAS COUNTER III PRESIDENT A
- Page 219 and 220: Leo Reed As of August 1, 2004; Revi
- Page 221 and 222: The following studio minimum wage s
- Page 223 and 224: International Brotherhood of Teamst
- Page 225 and 226: The following studio minimum wage s
- Page 227 and 228: International Brotherhood of Teamst
- Page 229 and 230: The following studio minimum wage s
- Page 231 and 232: International Brotherhood of Teamst
- Page 233 and 234: ALLIANCE OF MOTION PICTURE & TELEVI
- Page 235 and 236: ALLIANCE OF MOTION PICTURE & TELEVI
- Page 237 and 238: Leo Reed Long-Form Television Sidel
- Page 239 and 240: International Brotherhood of Teamst
- Page 241 and 242: The following long-form television
- Page 243 and 244: International Brotherhood of Teamst
- Page 245 and 246: International Brotherhood of Teamst
Producer to employ or reemploy at any time an individual whose first<br />
strike has been removed by CSATF.<br />
An individual who has two (2) strikes on his record prior to<br />
January 1, 2009 shall not have his first strike removed from his record<br />
by CSATF, nor be permitted to reapply for placement on the Industry<br />
Experience Roster nor be permitted to reapply for employment under<br />
this <strong>Agreement</strong>.<br />
Nothing herein shall preclude a Consenting Producer from<br />
imposing discipline, including a discharge for cause, on any of its<br />
employees who receives a Positive Test Result while in its employ. Any<br />
such discipline, as distinguished from the validity of the test that led to<br />
the discipline, may be grieved by the Union in accordance with Article 7<br />
of this <strong>Agreement</strong>. Moreover, a Consenting Producer may, in addition<br />
to legally precluding an individual in its employ whose alcohol test<br />
result shows a concentration of 0.02 or greater, but less than 0.04, from<br />
performing Safety-Sensitive Functions until the start of the individual’s<br />
next regularly scheduled duty period, but no less than twenty-four (24)<br />
hours following administration of the test, have a company policy<br />
providing for additional consequences for such a test result.<br />
(2) Second Strike<br />
An individual on the Industry Experience Roster who has a<br />
Positive Test Result within ten (10) years after a first strike is placed on<br />
his record shall have a second strike placed on his record, shall be<br />
terminated, shall be denied future employment under this <strong>Agreement</strong>,<br />
shall be removed from the Industry Experience Roster and may not<br />
reapply in the future.<br />
An individual not on the Industry Experience Roster who has<br />
a Positive Test Result within ten (10) years after a first strike is placed<br />
on his record shall be terminated, shall be denied future employment<br />
under this <strong>Agreement</strong> and shall not at any time in the future apply for<br />
placement on the Industry Experience Roster.<br />
CSATF shall notify the affected individual, the Consenting<br />
Producers and the Union of the individual’s removal from the Industry<br />
Experience Roster and/or ineligibility for employment.<br />
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